Jee Young Seong

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Jee Young verified their affiliation via an institutional email.

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• PhD
• Professor at Jeonbuk National University

This paper posits that person-group (PG) fit can be conceptualized into two distinctive subdimensions: PG fit mean and PG fit dispersion. Specifically, this study investigates how person-group (PG) fit mean, PG fit dispersion, and team-member exchange interact conceptually to influence team performance, examining the interactive effects of fit perc...

Researchers have cited the need to account for subordinates in the leadership process, and the leader–team fit paradigm provides a framework for simultaneously considering the characteristics of leaders and those of their subordinate teams. Drawing on extraversion personality theory stipulating extraversion's implications on motivation and communic...

Purpose This paper investigates the interaction effects of gender diversity and diversity beliefs on group-level personality fit (“collective personality fit”) and group organizational citizenship behavior (GOCB). It seeks to provide a sufficient understanding of the under-researched area, such as how group composition impacts group behavioral outc...

This study examines the effect of a corporate citizenship-oriented high-performance work system (CC-oriented HPWS) and the interactive influence of CC-oriented HPWS and person-organization fit (PO fit) on creativity at the individual level. Our analysis of field data collected from 303 employees in two branch companies with a two-phase collection m...

This study examines the effect of a corporate citizenship-oriented high performance work system (CC-oriented HPWS) and the interactive influence of CC-oriented HPWS and person-organization fit (PO fit) on creativity at the individual level. Our analysis of field data collected from 303 employees in two branch companies with a two-phase collection m...

This study presents a research model that describes how person–group (PG) fit affects continuous improvement (CI). Using the dyadic survey data from a public sector firm in Korea (N = 113), the study found that the relationships between PG fit and CI are moderated by team boundary conditions such as team-member exchange (TMX). The results revealed...

We develop a multilevel framework that proposes the main and interactive effects of person–group (PG) fit in values and abilities on creativity at the individual and group levels. Our analysis of field data collected from 738 members comprising 108 work teams provides empirical support for our multilevel model of PG fit. Specifically, ability fit a...

This study examines the effect of team performance‐prove goal orientation on team collaboration and team performance by identifying team conflict as a boundary condition. We propose that team conflict plays a moderating role such that high‐PPGO team members will work collaboratively when they experience task conflict because they perceive other tea...

In a rapidly changing business environment, the entrepreneurship of top management is essential for the survival and sustainable development of the enterprise. Building on the view of the strategic choice theory, this study identifies the relationship between entrepreneurship, market-oriented culture, and work engagement. Data were collected from 4...

The present study explores the interaction effects of ethical leadership (EL) and high performance work system (HPWS) on creativity and task performance in a Korean public sector firm. Data were collected in two stages, first from team members on the perceptions of EL and HPWS (Stage 1), followed by their leaders’ evaluations of team members’ creat...

This study explores the sustainability of work groups in the industry by enhancing team commitment via person-group fit and its boundary conditions. Specifically, we examine the relationship between person-group (PG fit) and team commitment, introducing person-organization (PO) fit and person-supervisor (PS) fit as moderators. Using data collected...

Purpose The purpose of this paper is to investigate the interactive effect of collective personality fit and its diversity on relationship conflict in a team context. Design/methodology/approach Data were collected from 1,265 employees and their leaders in 110 work teams in a Korean manufacturing company. Findings The results show that the two-wa...

This study investigates the effect of person–organization (PO) fit on employee creativity. We draw on social exchange theory and identify leader–member exchange (LMX) and team–member exchange (TMX) as moderating contingencies. Our empirical analysis based on 167 employee–supervisor dyads confirms that LMX activates the significance of PO fit toward...

I investigated the effects of person–organization (PO) fit, family-supportive organization perceptions (FSOP), and self-efficacy on work–life balance (WLB), using a sample of 765 employees of a Korean manufacturing company. Participants completed measures of PO fit, FSOP, self-efficacy, and WLB. Results revealed a main effect of PO fit on WLB, and...

This study examines the effect of age diversity on group organisational citizenship behaviour (GOCB) and group performance in 99 work‐based teams of a Korean bank. Previous research on the relationship between work group diversity and group outcomes has produced inconsistent results. Based on the categorisation‐elaboration model, the study finds th...

Raising the timely issue of the non-regular workforce in South Korea, this article examined the degree and intensity of commitment of non-regular workers (contingent and part-time workers) to their job and organization. The results showed that both contingent and parttime workers were less committed to the organization and job than regular workers....

This study describes a multilevel examination of person–group (PG) fit perceptions in a sample of 1023 individuals working in 92 teams at a private sector R&D firm. Using confirmatory factor analysis and multilevel random coefficient modeling, we provide evidence that perceptions of team-level collective fit are unique from aggregated individual-le...

Drawing on the group-norms theory of organizational citizenship behaviors and person-environment fit theory, we introduce and test a multilevel model of the effects of additive and dispersion composition models of team members' personality characteristics on group norms and individual helping behaviors. Our model was tested using regression and ran...

Past research suggests that autonomy has highly variable effects on team performance, and that one explanation for this pattern of findings is that autonomous teams fall into a state of disorder where they lack clarity regarding the goals of the broader organization. Following this perspective , the authors develop a model proposing that performanc...

Departing from the prevailing focus of the person–environment (P-E) fit literature on individual-level outcomes, we apply the fit concept to the group level and develop a theoretical framework that elaborates the nomological network involving group-level goal fit and ability fit. Specifically, we propose that the positive affect exhibited by leader...

We apply and extend trait activation theory by proposing a multilevel framework whereby group cohesion moderates the effects of conscientiousness and agreeableness on both individual task and contextual performance. We hypothesized that conscientiousness and agreeableness would be positively related to effectiveness criteria in highly cohesive grou...

We examined the relationship between gender diversity and team commitment, in association with cooperative group norms and transformational leadership. Forty-eight work teams in an IT firm located in Seoul, South Korea participated in the study. We hypothesized, based on social identity theory and self-categorization theory, that cooperative group...

Purpose This study seeks to investigate the multidimensionality person‐group (PG) fit. It first aims to examine values‐based, personality‐based, and KSA‐based fit as distinct PG fit dimensions. It then also aims to examine fit as an aggregate construct (each dimension combines to form a latent PG fit construct), and as a superordinate construct (an...

This article explores antecedents and outcomes of group-level person-group (PG) fit perceptions. Based on the categorization-elaboration model (CEM), the authors explain how social category (gender and age) and informational diversity (education and work experience) in work teams may elicit supplementary and complementary fit perceptions among team...

The aim of this article is to examine the role of person-organization (P-O) fit in the relationship between work status and organizational commitment. To this end, this article looks at whether women and workers on part-time or short-term contracts show a lower degree of commitment to the organization than their counterparts in Korea, before and af...